This article provides a practical guide for Learning and Development professionals on how to discuss integrating AI in eLearning with their leadership. The key focus is on addressing the concerns of leadership and demonstrating the benefits of AI through pilot programs.

Artificial Intelligence (AI) continues to redefine the boundaries of various sectors, and the realm of eLearning is no exception. Given its potential to facilitate personalized and immersive learning experiences, AI integration in eLearning will soon be transforming the industry at an unprecedented pace. Let’s take a look at the real-world applications of AI, focusing on enhancing self-paced eLearning. To set the stage, consider a typical self-paced learning module. These modules allow learners to proceed through content at their own speed, promoting flexibility and catering to the individual learning preferences to some extent. However, the traditional approach can sometimes lack dynamic interaction, real-time feedback, and personalization. While good instructional design can alleviate a lot of these issues, some of these, such as real-time feedback, are technical limitations of the modality. This is where AI, particularly generative AI like ChatGPT, can make a huge difference.

Leadership Development in the Age of the Great Resignation A roadmap to help organizations achieve a greater return on their leadership development investments by cultivating leaders who make employees want to stay. Fueled in part by the COVID-19 pandemic, droves of employees continue to voluntarily leave their jobs. Deemed the "Great Resignation," this exodus will continue for the foreseeable future, workplace experts believe. In a recent survey by Ecsell Institute, 25 percent of employees carry a moderate to high risk of leaving their jobs in the next year. Leadership often is a critical factor in employee turnover. We’ve all heard the adage: "People don’t leave jobs; they leave managers." While many leaders struggle to retain or replace employees, this is not true of all leaders. In fact, high-performing managers are four times more likely to retain employees than low-performing managers. The key is to discover what organizations can do to create high-performing leaders. In this year’s Annual Leadership Development Survey Report for Training magazine, we uncover the leadership development best practices that differentiate high-performing organizations from other organizations and highlight the specific steps organizations can take to create high-performing leaders. The results provide organizations with a clear roadmap to achieve a greater return on their leadership development investments.

Triple Learning Loop, Curiosity Learning, and Recursive Learning PDF

"Work" and "fun" have historically been considered polar opposites. It was thought that you can work or you can have fun, but you can't do both at the same time--or in the same place. Work is what you do for your paycheck and fun is what you do on the weekend. Most of us must work to earn money to live, and sometimes enjoying the work we do seems like a luxury we can't afford. Or can we? Download this article from some recommendations.

As companies continue to grapple with the best way forward in navigating a Hybrid Workforce, one of the beliefs driving many companies to require that all employees return to the office is "company culture," that is the shared beliefs, values, norms and practices that uniquely distinguish one company from another. It's assumed by many executives that an organization's culture can only be learned over time by a culmination of in-person interactions conducted exclusively onsite in central office locations. For example, Goldman Sachs CEO, David Solomon, who has called remote work an "aberration" and not conducive to productivity, sent employees an email which in part stated: "We know from experience that our culture of collaboration, innovation and apprenticeship thrives when our people come together, and we look forward to having more of our colleagues back in the office so that they can experience that once again on a regular basis." Download below to learn more.

As we enter the post-pandemic era, most of us will find the workplace has changed. Remote work, which had been a dream for many workers, became a reality over the past year, as at least 42 percent of the U.S. workforce shifted to working virtually full-time from home. Now that the pandemic is subsiding, the Conference Board reports that 40 percent of employers are planning to have workers return to the office, but 61 percent of white-collar employees say they would like their company to let them continue to work remotely indefinitely, and of that number, almost 30 percent of working professionals indicate they will quit if they are told to return to the office. Download this artcile for some best practices recommended by Dr. Bob Nelson.

All variations of the hybrid workforce are emerging as employees head back to the office--or not. Many high-tech companies have granted flexibility for workers to continue to work remotely. For example, Twitter and Facebook have announced that employees can continue to work remotely forever, while Google has proposed that "around 60 percent of employees come to the office a few days a week, while another 20 percent will work in new office locations and 20 percent will work remotely. Download below to learn the options companies are offering and lessons they're learning.

How people truly learn in the flow of work.

Emotional Intelligence (EQ), popularized by best-selling author Daniel Goleman has been validated with multiple research studies to be a key differentiator in work performance. Emotions, which make us human, propel us to require interpersonal connections. Beginning at infancy, our very survival depends upon others, as dramatized in the "Still Face" experiment. In these Volatile, Uncertain, Complex and Ambiguous (VUCA) times, EQ is arguably more important than ever, as emotions are on high alert when experiencing change and stress. Massive changes are occurring both in the workplace and in global macroeconomic trends, as discussed in Forbes and The Conference Board. Such changes trigger strong emotions, which may promote tunnel vision, narrowing our productive choices.

Prove the value of change with effective tools and measurement to track progress, calibrate, and improve organizational change readiness. Change management is the currency of successful organizations, yet it often fails. The ability to adapt and flourish requires understanding what promotes success and what factors doom change initiatives to fail. Measuring and proving the value of change promotes the future capacity to adapt, transform, and be agile. Why change often doesn't succeed. There are a multitude of pitfalls and dangers inherent in change initiatives. Let's look at some of these further and how to address them.

Get the most out of training by recognizing employees before, during, and after a learning event. The principle of recognition that "You get what you reward" is a universal yet often underused principle in day-to-day management—and the training and development function is no exception. There are many ways that recognition can be used to make the training function more efficient, learning more effective, and the training staff more appreciated. By doing so, you can get the most out of the training investment that’s made in your organization. Click below to download this article.  

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What will classrooms of the future be like? Emerging technologies such as cloud computing, learning analytics, artificial intelligence and wearables are paving the way for the future of learning. These promising technologies will change the way we deliver learning and empower us with the data and analytics needed to increase the consumption and efficiency of learning within the law firm. Click below to download this article.

For years, trainers have watched as interest declined in traditional approaches to technology training. Confronted with a changing job market, many still struggle to find their way on a new path. Key skills are required for trainers to increase their value, deliver programs with more impact and engage the modern learner. Click below to download this article.

The education game market continues to grow rapidly, and mobile learning games are the dominant force in this market. Newzoo provides the insights for the generic games market; the Serious Play Conference released its annual report showcasing the huge growth specific to the education and corporate training sector. The compound annual growth rate in the U.S for corporate learning games will be over 20% between 2017 - 2022 and about 35% globally with the U.S. and India being the top two markets for serious gameplay. Newzoo predicts the overall mobile game market across all game types will grow 40% between now and 2020, a significant growth increase. Click below to download this article.

The Strategic Insurance Agency Association is a national alliance of independent insurance agencies dedicated to the creation, retention, growth, and continued success of the independent insurance agency distribution system. Through Moodle by eThink, SIAA was able to create a thriving online university to connect members with shared knowledge and resources.

Carbon Black is a leading security company that detects malicious behavior and helps organizations defend against them. In this case study learn how Carbon Black uses Moodle by eThink to improve efficiencies in onboarding and professional development. With Moodle by eThink, Carbon Black has created a role-based onboarding process, utilizes analytics and reporting for measurable learning, and has a centralized location to organize and easily share market knowledge.

Ixia was in a period of rapid growth through acquisitions. A deeply technical company, it needed to cultivate a stronger leadership bench from cross-functional roles. Chris Williams, senior vice president, human resources, spearheaded the creation of Ixia’s Next Generation Leadership program (NGL) to help future leaders develop business acumen and other skills that complemented their technical expertise. The NGL program would be conducted in three modules over the course of a year. Williams sought a leader in the experiential learning field to provide a business simulation that would form one of the program’s cornerstone modules. 

Experiential Learning 101: Challenge By Choice Trainers, facilitators and program leaders have a tough challenge: what's the best way to engage learners today? Experiential learning presents a highly unique growth opportunity for participants, as well as a tool that program leaders can put to work for them to achieve a specific outcome. See how one type of program -- Challenge By Choice -- combines the best methods of experiential learning and enables people of all capabilities to actively participate. 

As training leaders look ahead and assess new technology, a big question is on the table. How can companies create a learning environment where employees become a competitive advantage? Many look to technology to provide that advantage. However, survey results show strong dissatisfaction with HR technology.   A 2016 Brandon Hall technology survey indicated that 47% of respondents were dissatisfied with HCM technology Only 9% of HR professionals believe that HR technology has revolutionized their businesses according to a 2015 SilkRoad survey Download this article and learn of new approaches to overcome the challenges of old school learning solutions and new solutions that truly serve business goals.

As emerging technologies and methodologies reshape corporate training, one phrase "adaptive learning" is among the biggest of the buzzwords. I get asked all the time what exactly "adaptive learning" means. Most know the technology has something to do with elearning, personalized education, microlearning, badging, gamification, cloudbased learning, etc. But what does it really mean? How feasible is it to implement? And where can you get your hands on it? Download the full article below.

Business Situation:   In 2014, CA Technologies wanted to enhance its Leadership Development program to focus on three critical areas:    increase the business and finance acumen of participants help them articulate the corporate strategy of CA Technologies and how their role supports that strategy and explain how their role can have a positive impact on CA’s financials.    A business simulation was incorporated to bring together all of the content and experience gained throughout the program via experiences that mirror real-world business and provide participants with learning opportunities to make sound decisions regarding strategy, key performance indicators, and company growth. It would also provide the environment where participants could practice leadership skills in the areas of decision-making, collaboration and risk-taking.   Download this paper for the complete case study, including deep insights into the scenario and results.

As video becomes more integral to how businesses communicate, how teachers teach, and how we all share ideas and information, many organizations are finding that now is the right time to review how they’ve managed video content in the past and how they plan to do so in the future. That’s because video is unlike any other content:   Different video recorders often produce different types of video files, many of which cannot be played back on other devices Video files are much larger than text documents and quickly exceed maximum file size restrictions on common LMS and CMS solutions And video files are traditionally impossible to search, limiting the value of any recording to anyone looking for specific content But even in the face of these challenges, the popularity of video is exploding. Academic institutions are individually recording 80,000 hours of video every year. 76% of executives already watch a business video at least weekly, and Gartner Research predicts in the next few years, every employee in every company will interact with video at work three times every day. The growing prevalence of video has prompted Forrester Research to recommend organizations "Plan for video content, not just videoconferencing." Doing so offers a variety of rewards, from reducing the cost of meetings and events, and improving training and executive communications, to enhancing remote employee engagement and encouraging internal social learning. Delivering those returns starts with finding the right video platform. For many organizations, however, this is a no small task. The video platform market is young by enterprise IT standards, meaning feature-for-feature comparisons can be difficult to research. And details crucial to successful implementation are all too often obfuscated by video technology standards and industry jargon. Finding your next video platform doesn’t have to be complicated. All you need are the right questions in your next Request For Proposal (RFP). A sharp video platform RFP will make it easy to sort out the contenders and spot the options that can best meet your video needs, both now and for the future. So what are the right questions to ask in a video platform RFP? Here are our top ten recommended (jargon-free!) inquiries to include.